Affirmative action plan
X. AFFIRMATIVE ACTION PROGRAM OBJECTIVES
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- XI. METHODS OF AUDITING, EVALUATING AND REPORTING PROGRAM SUCCESS
- The Human Resource Office will provide instruction regarding the hiring process and the legal aspects of the process.
- B. Pre-Review Procedure for Layoff Decisions
- C. Other Methods of Program Evaluation
X. AFFIRMATIVE ACTION PROGRAM OBJECTIVESObjective: Employ high school students in a summer program partnering with the City of St. Paul Right Track Program. Responsibility: AAOs Target Date: Summer of 2015, Summer of 2016 Action Steps: 1. Establish positions within MPCA divisions. 2. Partner with the Right Track Program to select students. Evaluations: Assess benefits with MPCA supervisors and Right Track students. Objective: Engage in dialogue with both the Human Resources Management Team and the Environmental Justice Steering Committee to support and expand affirmative action initiatives. Responsibility: AAOs Target Date: June 1, 2015 and June 1, 2016 Action Steps: 1. Develop summer program Evaluations: Documented expansion of 2014 program. Objective: Participate in the State of Minnesota’s Alliance for Cooperation and Collaboration in Employment and State Service (ACCESS). Responsibility: AAOs Target Date: July 1, 2014 – June 30, 2016 Action Steps: 1. Agency representative will attend monthly meetings. 2. Agency will incorporate ACCESS initiatives into agency practices as appropriate. 3. Agency will participate in ACCESS work groups as feasible. 4. Agency will publicize diversity events and training that are co-sponsored by ACCESS.
Target Date: July 1, 2014– June 30, 2016 Action Steps: 1. Provide the MPCA Commissioner and Deputy Commissioner with a report on the utilization of Protected Group members in the agency employee population on a quarterly basis. 2. Provide supervisor training that incorporates affirmative action responsibilities. Evaluations: Increased participation in diversity initiatives.
Responsibility: AAOs Target Date: July 1, 2014 – June 30, 2016
2. Present Affirmative Action in New Employee Orientation training. 3. Require all employees to complete Sexual Harassment Prevention Online Learning Program.
4. Present Respectful Workplace training as a strategy to improve employee relationships within work groups, as needed. Evaluations: Increased awareness in affirmative action. MINNESOTA POLLUTION CONTROL AGENCY AFFIRMATIVE ACTION PLAN 2014 – 2016 XI. METHODS OF AUDITING, EVALUATING AND REPORTING PROGRAM SUCCESSA. Pre-Employment Review Procedure/Monitoring the Hiring ProcessWhenever a vacancy is to be filled, the Human Resources office will determine if underutilization of protected group members currently exists, or is anticipated to exist. If it does, the following will apply:
2. The Human Resource Office will provide expanded candidate lists when necessary.3. Supervisors or managers who intend to make an offer of employment to a candidate,who is not a member of an underutilized group, must provide a detailed writtenexplanation to the Affirmative Action Officer.4. The internal transfer of Agency employees and all provisions in collective bargainingagreements based on the "seniority in appointment" clause supersedes this process.B. Pre-Review Procedure for Layoff DecisionsWhenever a layoff is to occur, the Affirmative Action Officer will determine if underutilization of protected group members currently exists, or based on projected activity, is anticipated for the goal unit in which the layoff occurs.C. Other Methods of Program EvaluationThe agency submits the following compliance reports to Minnesota Management and Budget as part of the efforts to evaluate the agency’s affirmative action program:
The agency also evaluates the Affirmative Action Plan in the following ways
MINNESOTA POLLUTION CONTROL AGENCY AFFIRMATIVE ACTION PLAN 2014 – 2016 XII. RECRUITMENT PLANThe objective of this recruitment plan is to ensure our agency recruitment programs are publicly marketed, attract and obtain qualified applicants, enhance the image of state employment and to assist in meeting our agency affirmative action goals to achieve a diverse work force. Listed below are various recruitment methods or strategies utilized by this agency during the past year.
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